CJ Group Launches 2026 First-Half Open Recruitment for New Employees

Applications Accepted Until April 1; Customized Selection by Affiliate

"Those Who Prove It With Results"; Orientation Training in July

CJ Group has begun its open recruitment for new employees for the first half of 2026. Final successful candidates will participate in orientation training this July.

CJ Group announced on March 18 that its 2026 first-half open recruitment for new employees will be held from today until April 1. Applications can be submitted via the ‘CJ Group Recruitment Website (recruit.cj.net)’. Applicants who pass the document screening and test stages will then go through customized selection processes for each affiliate.

This year’s recruitment reflects Chairman Lee Jay-hyun’s management philosophy of “Talent First (人才第一),” and the hiring scale has been increased by 30% compared to last year. The aim is to secure the best talent in advance, thereby strengthening the group’s medium- and long-term competitiveness and leading future innovation in a rapidly changing business environment.

Chairman Lee has emphasized, “Talent is the core element that enables future innovative growth,” adding, “I will build a workplace where ‘Hakgojabi’ talents can grow through diverse opportunities and fair competition.”

CJ CheilJedang, the foundation of CJ Group, introduced Korea's first large-scale open recruitment system for new employees in 1957, together with Samsung C&T and Cheil Industries. Even after the split-off in 1993, CJ has carried on this tradition, providing opportunities for talent development for 70 years as of this year.

The ‘Hakgojabi’ talent ideal, which encourages all members to take on challenges regardless of age, gender, or years of service, has become deeply rooted in CJ’s unique corporate culture. Recently, the definition of ‘Hakgojabi’—referring to those who continuously take on challenges without fear of failure—has been clarified as “We Who Prove It,” meaning people who demonstrate results rather than stopping at declarations. This further strengthens the “Talent First” management approach.

This year’s recruitment not only continues this tradition but also incorporates innovation in the recruitment process to keep pace with trends driven by AI and digital technology. Advanced AI technology will be introduced throughout the recruitment process. This will provide evaluators with objective analysis materials based on applicants’ self-introduction essays, ensuring that all assessments are conducted solely on the basis of ability.

Recruitment branding activities tailored to the expectations of Generation Z job seekers will also be carried out. Major affiliates such as CJ CheilJedang, CJ Olive Young, and CJ ENM will hold information sessions in which current employees from key roles such as marketing, MD, and PD participate directly. Previously, CJ Logistics received positive feedback from job seekers by organizing a unique information session themed after the popular “Cops and Robbers” game among younger generations.

Additionally, for job seekers who are unable to attend in person, recruitment content hosted by an AI announcer will be released through the official YouTube channel “CJ Careers,” making it easy to learn about the company, job roles, and corporate culture.

Meanwhile, CJ offers a range of differentiated welfare programs and compensation for its employees, including: introducing Korea’s first horizontal honorific “Nim Culture”; employee discounts at affiliate brands such as Olive Young, CJ The Market, CGV, VIPS, and Tous les Jours; “Creative Week,” which provides up to four weeks of self-development leave for employees in their 3rd, 5th, 7th, and 10th years of service; and financial support for domestic condos and overseas hotel stays.

This content was produced with the assistance of AI translation services.